Can someone recommend a good attorney in Houston for a wrongful termination lawsuit against NOV? I was let go, I am 55+ and others were kept - if compared from the skills, contribution and other perspectives this should never happened - I have a really strong case as I have been documenting things diligently - I've observed this pattern for a while - it's systemic, we may even go with a class action. NOV should be ashamed.
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the cream of the crop? hmmmm, they let them go..... so who are they left with????
I know that's right!
thank goodness for today's technology! Don't know what I'd do without it! I'll definitely win! After all that shit that no good ass clown fat ugly lying bitch "manager" put me through! The truth will prevail and her lies are gonna get exposed. Sweet! Let's see you try to get out of this!
You questioned my information and stated that it made no sense, well here you go....
Filing A Charge of Discrimination
If you believe that you have been discriminated against at work because of your race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information, you can file a Charge of Discrimination. All of the laws enforced by EEOC, except for the Equal Pay Act, require you to file a Charge of Discrimination with us before you can file a job discrimination lawsuit against your employer. In addition, an individual, organization, or agency may file a charge on behalf of another person in order to protect the aggrieved person's identity. There are time limits for filing a charge.
Note: Federal employees and job applicants have similar protections, but a different complaint process.
If you file a charge, you may be asked to try to settle the dispute through mediation. Mediation is an informal and confidential way to resolve disputes with the help of a neutral mediator. If the case is not sent to mediation, or if mediation doesn't resolve the problem, the charge will be given to an investigator.
If an investigation finds no violation of the law, you will be given a Notice of Right to Sue. This notice gives you permission to file suit in a court of law. If a violation is found, we will attempt to reach a voluntary settlement with the employer. If we cannot reach a settlement, your case will be referred to our legal staff (or the Department of Justice in certain cases), who will decide whether or not the agency should file a lawsuit. If we decide not to file a lawsuit, we will give you a Notice of Right to Sue.
In some cases, if a charge appears to have little chance of success, or if it is something that we don't have the authority to investigate, we may dismiss the charge without doing an investigation or offering mediation.
The above may be found at http://www.eeoc.gov/employees/charge.cfm
Be blessed
@FUiAfpP-6xeb Your post makes absolutely no sense at all. It is very confusing.
You first say, "If sufficient information is found to back up your claim, then they will pursue action against NOV, on your behalf. If there is not sufficient evidence for them to pursue, then they will issue a Right to Sue notice. Once, they do this, you then are able to get an attorney to file a lawsuit."
Then you say, "Please note that NOV is part of the EEOC's mediation program. Which simply means, that you will have a chance to settle with them before being given a Right to Sue notice."
And then you say, "If mediation does not work, then an investigation will be done and the EEOC will either take up your charge or they will issue the Right to Sue notice."
Makes no sense at all.
Before you hire an attorney, you will have to speak with someone at the EEOC. Once, you provide them the information that is needed, they will then review your case. If sufficient information is found to back up your claim, then they will pursue action against NOV, on your behalf. If there is not sufficient evidence for them to pursue, then they will issue a Right to Sue notice. Once, they do this, you then are able to get an attorney to file a lawsuit. However, this must be done within 90 days of getting the notice. If it is not then you will forfeit your right to sue NOV for the reason on the notice. Please note that NOV is part of the EEOC's mediation program. Which simply means, that you will have a chance to settle with them before being given a Right to Sue notice. If mediation works, then that is the end of it. If mediation does not work, then an investigation will be done and the EEOC will either take up your charge or they will issue the Right to Sue notice. I sincerely pray that this information is helpful to you.
Be blessed
A cancelled P.O. out of the blue. Is this possible. I’m concerned about a friend who had started on projects with a signed purchase order in his hand, only to have Tuboscope cancel out of the blue. No the project wasn’t cancelled. No he wasn’t given an opportunity to re-bid if Tuboscope found a much cheaper price. I’m no Perry Mason, but something stinks about this. It is always the same facilities that questionable decisions are made. Another thing that makes the workers angry at the plants is that their head manager is often out of town with his second wife potentially. Poor guys are busting their buts while the boss is away on play. His family probably wouldn’t be happy either? Or maybe they would?
My apologies if this should be in a different post.
I look at it like this. It is not what you know, it's who you blow in this industry. You have to learn how to swallow if you want to keep your job.
Glad to be in the year 2016 and tech savvy with all of its awesome technology. It's absolutely amazing what you can do with it. Record, record, record, take lots of snap shots, undetected mini spyware cams, recording devices, sensors, software and much much more! People can lie but CANNOT get away with it anymore when it comes down to the nitty-gritty. People have to resort to these things after being subjected to a constant hostile work environment, distorted conversations, harassment, thievery, intentionally destroying your personal property as tool for revenge and retaliation, gas lighting, all kinds of discrimination, favorable treatment for screwing your boss, unethical behavior, etc.
Can't get away with your lies anymore. Let's see you get out of this one!
@FUiAfpP-2nck I call bullshit on you! I hear the same lame ass excuse you used by others over and over again. It's all BULLSHIT and you know it. NOV does not value anything other than unethical and immoral behavior.
My manager is unproductive, LAZY, unproductive, mentally & emotionally unstable, unproductive, pathological liar, unproductive, incompetent, unproductive, bipolar, unproductive, uneducated, unprofessional, ghetto and f---ing around with one of her subordinates which all equals to a WEAK performer yet she and her lover did not get laid off. Nice try but we aren't buying that bullshit about weak performers are usually let go. Manager lacks a degree, experience, intelligence, self esteem or competence. If you are not passive and are a choleric type..... If you are ethical, smarter, more experienced, liked more, productive, know who you are and where you stand and not one of her puppets' boot licking flunkies then you were a real threat to her whole existence. She made everything about her and not about NOV. She always made her work the last priority so before you go on accusing someone's work ethic maybe you need to take a good look at yours. There is no cream of the crop at NOV so get over yourself.
As for HR using anything against you is another bullshit lie. You said you can assure us.... please proceed in assuring us of that with some proof to back up your statement. Words are cheap. Actions speak much louder than words. If you can't provide proof then you're lying. Legally HR cannot give out any info other confirming pay, length of time, if lay off, fired etc. if HR lies or said anything unethical, etc that's another reason ro sue those bitches. According to your "assurance" sounds like NOV has done this unethical act many times before. Haha Thanks for the heads up! That will be investigated as well.
I might add position elimination is also another loophole to let weak performers go. This includes supervisors and managers.
I've been an NOV employee for a long time. I've observed age or seniority is not a factor for RIF cases. The weak performers are usually the first to go. You might want to take a close look at your work ethic before pointing blame at NOV for laying you off for your age. NOV values dedicated people whether you been with the company 1 year, or 20 years. In the end they want to end up with the cream of the crop. I understand in some cases a small percentage are sheltered for whatever reason. I would be lying if I said that doesn't happen.
If you pursue this case I can assure your HR file will be used against you to justify letting you go. If it's clean I would say it will be in your favor.
@FUiAfpP-1gdd scariest thing by far...keep going eats popcorn
I know several who sued and won big time! If you've been consistently documenting, have documents in writing, conversations via lync, emails, have recorded conversations and video recordings, etc., the odds of winning are highly in your favor! The truth will always surface no matter how much your NOV scumbag incompetent ex manager wants to lie and try to cover up shit. Even if your NOV ex manager tries to blackmail her subordinates to lie for her and make you out to be the bad guy, even if your ex manager continues to use her immoral and twisted ways to hide what she did, it all be exposed. The truth will always surface! I firmly believe that 100%!
Don't listen to the ignoramous comments below telling you not to sue, that you'll lose your money. They dont have a clue what they are talking about. They are trying to discourage you from doing the right thing and suing. Take the real scumbag incompetent managers out and expose them! If you do nothing, then you've allowed the incompetent scumbag manager to win.
Although there are some scumbag lawyers, there's also those who are not. Same thing at NOV, there are some real scumbag incompetent twisted and deranged covert mentally unstable managers and there are just a few who are not. Take for instance my manager. A pathological lying bipolar psychotic loser. Real ugly from the inside and out....black heart, soulless evil twisted mentally unstable witch. Dr. Jekyll and Mrs Hyde. From one day to the next you didn't know who you were dealing with. Her crazy making behavior was total insanity. One who doesn't even have a degree, experience or competency level to be a manager. The only reason why she made it to a manager position is by doing favors, pretending to like her boss to get what she wanted. "TIRESOME EVIL OLD FART who's LONELY, MENTALLY TWISTED DELUSIONAL BIPOLAR and MUCH HATED BOSS" (her words, not mine.) she described him like this consistently since the beginning, when in reality, she was describing herself exactly the way she is. She's the one who's bipolar evil and delusional. In her very late 30's, looks 48, yet believes she's real young, calling others over 38, old, when she is aging faster than anyone else. One day she will be as old as her boss hopefully in a sanitarium where she belongs.
Don't let your incompetent covert manager at NOV win. Expose them. Do the right thing and good luck.
My name is Ballari Mukherjee. I'm a labor and employment attorney here in Houston. Our managing partner, Bruce Coane, has over 30 years of experience handling these types of employment discrimination cases, including age discrimination. In fact, I am currently working on a case very similar to yours, where a former employee at an oil and gas company was laid off, signed a termination agreement, and received a severance package. This client has already gone through the EEOC process and we are currently helping him potentially file a lawsuit against the company. If you would like more information, please call me at (713) 850-0066 and I'd be happy to set up a consultation.
I've never heard of anyone actually winning an age discrimination case. If your referring to Texas it's a right to work state which means they can fire you for any reason (except discrimination). But if you signed anything to get your severance you gave the right to sue them for any reason. Don't throw your money away on a lawyer...there are some real scumbags out there that will take your money knowing you won't win. Just move forward....
As a former mid-level manager with NOV, I can advise that you that the comments regarding offering if a severance package and your agreement to accept as full compensation will make your thoughts of suing fruitless. Been through many downturns and lawsuits never work.
Now if you left without such an agreement, I encourage you to move forward and good luck!
They cover their butt by "eliminating your position". Trust me, that's why they have a legal team, and HR who come to assist the managers who lay you off. If you do file, GOOD LUCK, but I wouldn't hold my breath.
NOV canned me six months ago. I'm 52. If you got severance pay, you signed an agreement not to sue NOV for a variety of reasons, including age discrimination. Do they practice that? Yup. F--- em. Lick your sounds and move on to another company.
Check with the EEOC in Houston.
Location: Mickey Leland Building
1919 Smith Street
7th Floor
Houston, Texas 77002
Phone: 1-800-669-4000
They can evaluate your case if you feel you were let go wrongfully and usually the service is free. I have to ask though, did you sign your rights away when you left NOV? Did you receive severance pay? Good luck trying to get anything if you did.
Next month these others will be terminated...do not worry about them
Youre a Clown!!! Youll never get anywhere you got terminated for a reason stop looking fir excuses. NoV will win
@FUiAfpP-hsr not true, that's what they want you to believe. however, three's about a dozen statutes stipulating how workers should be treated. Google Age Discrimination and you'll see thousands of cases filed and won
Bro, NOV can fire you for anything not protected by law. They can say your breath is bad.